Sexual harassment can occur beyond the traditional workplace. Learn what “in the course of employment” means, when employers may be liable for harassment outside working hours or at off-site events, and how courts evaluate the connection between the conduct and employment. Understanding these standards helps employers strengthen compliance and reduce workplace liability.

Employers must carefully navigate workplace conflicts stemming from employees’ online activity. Learn how free speech protections, the NLRA, social media privacy laws, anti-discrimination rules, and off-duty conduct protections may limit disciplinary actions. Consistent policies, employee training, and coordinated legal, HR, and compliance responses can help reduce risk and avoid costly missteps.

Learn what employers must do to support employees with disabilities under the Americans with Disabilities Act and the Rehabilitation Act of 1973. This guide covers inclusive workplace policies, reasonable accommodations, low-cost solutions, documentation best practices, insurance considerations, and available tax credits and deductions to stay compliant, reduce risk, and create a more accessible, equitable workplace.

Ignoring a sexual harassment complaint can expose employers to massive liability. Learn how even a single incident may create a hostile work environment and why delayed or inadequate responses increase damages. This guide explains employer duties, response best practices, and corrective actions beyond discipline to reduce risk, protect employees, and avoid costly lawsuits.

Being commission-based doesn’t automatically make someone an independent contractor. The IRS and courts look at control, benefits, and work history—not just flexibility or pay structure. Learn how long-term employment, company oversight, and access to benefits can legally define a worker as an employee, and why proper classification is critical to avoid costly penalties.

HR Professionals: Want to stay ahead of costly claims and lawsuits? Here are 5 key strategies every HR team should be using.

New York employers are navigating a complex landscape of new laws and regulations that came into effect at the start of the year, prompting a need for a thorough review of policies and practices.